It’s impossible to ignore what’s happening in the world right now. Many of us are watching, hearts in our throats, as hard-won rights are stripped away, voices are silenced, and authoritarian forces gain momentum. If you’re part of a marginalized community—if your existence, your identity, your rights, or your safety are suddenly up for debate—you’re likely feeling the weight of it all.
I feel it, too.
For those of us who lead, manage, or shape the cultures of workplaces, there’s a pressing question: What role do organizations play in resisting oppression?
The short answer? A massive one.
Workplaces aren’t just places where tasks get done. They are microcosms of the world we want to live in. They either uphold oppressive structures or dismantle them. They either reinforce power hoarding or actively distribute power more equitably. They either create safety for people to bring their full, authentic selves—or they signal, in quiet and loud ways, that some people’s existence is unwelcome.
So, if you’re a leader—or even just someone with influence in your organization—you have a choice to make. Will your workplace be a shelter from the storm or just another site of harm?
Authoritarianism Thrives on Rigid Hierarchies—Self-Managed Teams Do the Opposite
Oppressive regimes don’t come to power by accident. They consolidate power, create rigid top-down control, and punish dissent. In a way, this is not so different from how traditional hierarchical organizations operate: information is guarded, decision-making is concentrated at the top, and fear is used to keep people in line.
But self-managing, adaptive organizations are inherently resistant to authoritarian structures. Why? Because they:
- Distribute power and decision-making. When leadership is shared, no single person can hoard control or wield it as a weapon.
- Foster psychological safety. In workplaces where people feel safe to speak up, challenge ideas, and advocate for each other, oppressive ideologies find little fertile ground.
- Encourage shared responsibility. In a self-managing team, everyone has a stake in making the organization ethical, inclusive, and humane.
Building a Workplace That Protects,
Not Just Profits
Many companies see themselves as “neutral” spaces. But in times of oppression, neutrality is a myth. If your policies, leadership structures, and company culture do nothing to protect the most vulnerable, then your organization is tacitly reinforcing harmful systems.
Here’s what leadership looks like in a time like this:
1. Commit to Radical Inclusion
If your company claims to value diversity, now is the time to prove it. Move beyond hollow DEI statements and do the work to embed inclusion into your organizational DNA.
- Make it explicitly clear that your company will protect the rights and safety of LGBTQ+ employees, especially trans and nonbinary people.
- Review hiring practices, benefits, and workplace policies to ensure they don’t just comply with the bare minimum but actively create a supportive and affirming environment.
- Push back against state-level discrimination. If you operate in a state rolling back rights, consider what you can do—lobbying, relocation support, legal protections—to stand by your people.
2. Distribute Power, Reduce Fear
Fear thrives in rigid hierarchies where people are afraid to speak out. When power is shared and decision-making is distributed, fear loses its grip.
- Encourage participatory decision-making. Give employees a voice in shaping policies, priorities, and company values.
- Flatten unnecessary hierarchies. Rigid, top-down control structures are more likely to enable harm. Self-managed, adaptable teams create more resilient, humane workplaces.
- Create avenues for speaking up—without retaliation. Employees should feel safe to call out injustice, whether it’s discrimination in hiring or harmful client partnerships.
3. Build a Culture of Mutual Care and Protection
At its core, leadership isn’t about control. It’s about taking care of people. This moment calls for organizations that put care and community at the center.
- Offer flexibility and support. Many employees are feeling real fear and anxiety right now. Adjust expectations, offer mental health resources, and create space for people to process.
- Foster deep allyship. This means actively educating employees and leaders on the issues affecting marginalized groups and taking clear stances of solidarity.
- Use your influence for good. If your organization has power, visibility, or financial resources, don’t just protect your own employees—extend support to the broader community. Fund advocacy efforts, support bail funds for activists and marginalized individuals facing unjust detention, and offer pro bono services to affected groups.
The Future Belongs to the Organizations That Stand for Something
The businesses and teams that thrive in the long run won’t be the ones that stayed quiet and tried to ride out the storm. They’ll be the ones that stood up, took action, and became sanctuaries in a hostile world.
If you’re a leader, a manager, or just someone who wants to reshape the culture of your workplace into something more just, inclusive, and resilient, now is the time.
And if you need support in building that kind of organization, let’s talk.
Transformetic helps organizations build people-positive, self-managing workplaces that empower teams and resist oppressive structures. If your organization is ready to lead with courage, let’s connect.
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